POLICY 2.6 PERFORMANCE EVALUATION MSA-CESS PRESIDENT T · 2.6.4.9. The performance evaluation of the President shall be a confidential document shared only with members of the Commissions

Commissions on Elementary and Secondary Schools 2.5-1 Policies of the Commissions

Section 2 – Governance and Organization Policies

DRAFT Policy 2.6, Evaluation of Performance—MSA-CESS President

Middle States Commissions on Elementary and Secondary Schools

3624 Market Street, Philadelphia, PA 19104-2680

(267) 284-5000 www.msa-cess.org

POLICY 2.6

PERFORMANCE EVALUATION—MSA-CESS PRESIDENT

his policy sets forth the procedures to be followed for the performance

evaluation of the MSA-CESS President by the Commission on Elementary

Schools and the Commission on Secondary Schools.

2.6.1. Basis for the Performance Evaluation of the MSA-CESS President. The

performance evaluation of the MSA-CESS President shall be based on

measurable results of the President’s leadership skills.

2.6.1.1. The criteria by which the performance evaluation of the President shall be

determined by and adopted by the Commissions’ Executive Committees in

cooperation with the President.

2.6.1.2. The Chairs of the Elementary and Secondary Commissions shall be

responsible for overseeing the performance evaluation of the President.

2.6.2. The President’s Self-Evaluation of Performance.

2.6.2.1. The President shall prepare a self-evaluation of the measurable results s/he

has achieved over 12 months of the evaluation period in accomplishing the goals of

the Commissions’ Strategic Plan or other established performance goals.

2.6.2.2. The President shall incorporate into his/her self-evaluation the results of a

survey by the Commissions’ staff regarding the President’s job performance.

[Appendix A]

2.6.3. Input from the MSA-CES and MSA-CSS Commissioners. The Chairs of the

Commissions shall provide all members of their respective Commission an opportunity

to provide input regarding the evaluation of the President’s performance. Input will be

T




sought by a brief survey focused on the measurable results of the President’s

accomplishment of the goals of the Commissions’ Strategic Plan. [Appendix B]

2.6.4. The Performance Evaluation.

2.6.4.1. The President shall present his/her self-evaluation to the Chairs of the

Commissions.

2.6.4.2. The Chairs of the Commission shall prepare a written performance

evaluation of the President incorporating the results of:

a. The President’s Self-Evaluation, and

b. The results of the survey of the MSA-CES and MSA-CSS Commissioners.

2.6.4.3. The Chairs shall share a draft of the performance evaluation with the

members of their respective Executive Committee to seek agreement with the

evaluation.

2.6.4.4. At a time and place mutually agreeable to the President and the Chairs of the

Commissions, the Chairs shall present the written performance evaluation to the

President.

2.6.4.5. The President shall be afforded the right to respond orally and/or in writing

to the evaluation.

2.6.4.6. At a regularly scheduled meeting of the Commissions, the Chairs of the

Commissions shall give an oral report of the Presidents’ performance evaluation.

2.6.4.7. The performance evaluation shall be used by the Chairs of the Commissions

and the Executive Committees to determine the renewal or extension of the

President’s contract and related compensation.

2.6.4.8. The Chairs of the Commissions shall submit the performance evaluation

together with any written response by the President to the Business Manager,

Middle States Association of Colleges and Schools, for filing in the President’s

confidential personnel file.




2.6.4.9. The performance evaluation of the President shall be a confidential

document shared only with members of the Commissions and the President.

2.6.5. Timeline for Conducting the Job Performance Evaluation. The performance

evaluation of the President shall be conducted annually according to the

following timeline:

Month Actions

July The Chairs of the Commissions finalize the Performance

Evaluation criteria with input from the President

October—November

[following the

October

Commission

meetings]

The Chairs of the Commissions send to all

Commissioners a survey to obtain their input into the

President’s performance evaluation. The surveys are

to be completed and returned to the Chairs of the

Commissions by last day of November.

January

The President prepares and presents his/her Self-

Evaluation to the Chairs of the Commissions.

The Chairs of the Commissions review the President’s

Self-Evaluation and the results of the surveys

submitted by Commissioners.

The Chairs of the Commission prepare a written

Performance Evaluation.

The Chairs of the Commissions convene a meeting of

their respective Executive Committee by phone

conference to present the evaluation for agreement by

the Committees.

February--March

The Chairs of the Commission send the written

Performance Evaluation to the President.

The Chairs convene a meeting with the President

either in person or, with the consent of the President,

by phone conference to present the written

Performance Evaluation.

The President is given an opportunity to respond to

the evaluation either orally or in writing.




Month Actions

April

The Chairs of the Commissions provide an oral report

of the Performance Evaluation of the President during

an executive session of the Commissions during the

spring meeting.

Action Date Notes

Initial Adoption

by MSA-CESS

Revisions




APPENDIX A



Telephone: (267) 284-5000 Fax: 215-662-0957

PERFORMANCE EVALUATION OF THE

MSA-CESS PRESIDENT

by

THE STAFF OF THE COMMISSIONS

s outlined in Policy 2.6, members of the staff of the Commissions on

Elementary and Secondary Schools are invited to participate in the President’s

annual self-evaluation of performance by providing input using the survey

included with this document.

This survey is confidential. The names of staff members completing this evaluation are

not included in the survey and will, therefore, not be known by the President.

Therefore, be honest and forthright in your evaluation of the President’s performance.

When you are finished, please email the completed survey to the Director of

Accreditation. The Director will tabulate the scores a present a summary to the

President.

A




Middle States Association of Colleges and Schools

Commissions on Elementary and Secondary Schools

PERFORMANCE EVALUATION OF THE

MSA-CESS PRESIDENT

by

STAFF OF THE COMMISSIONS

n evaluation of the President of the Commissions by members of the staff is an

important process for providing the President with an assessment of the

quality of his/her leadership. Annual evaluations can be used to compliment

the President for doing a good job and can also identify areas for improvement.

Evaluations can strengthen communications between the President and members of

his/her staff.

Evaluations by members of the staff received by the deadline will be incorporated by

the President into his/her annual performance self-evaluation.

* * *

Ratting Scale:

E=Excellent, G=Good, N=Needs Work, U=Unsatisfactory

I. Professional Qualities

E G N U

Conducts himself/herself in a professional

manner.

Is positive and upbeat

Is a good listener

Is good at giving feedback

Is thoughtful and considerate of staff

members

Has good self-control under pressure

A




I. Professional Qualities

E G N U

Will admit it or apologize when wrong

Is tactful and considerate

Treats members of the staff respectfully E G S N U Ø

Comments:

II. Performs Supervisory Functions

E G N U

Communicates clearly his/her expectations

for work assignments

Provides constructive feedback

Encourages members of the staff to voice their

ideas and concerns

Recognizes and addresses concerns in a

timely manner

Delegates authority appropriately

Communicates openly and honestly with the

staff E G S N U Ø

Explains the underlying reasons when

making changes

Comments:

III. Develops Innovative Procedures

E G N U

Is receptive to new ideas

Is receptive to questions

Encourages initiative and innovation

Comments:




III. Develops Innovative Procedures

E G N U

IV. Maintains Positive Work Environment

E G N U

Recognizes contributions by members of the

staff

Motivates members of the staff to do their

best work

Provides a relaxed yet efficient work

atmosphere

Encourages staff members to develop their

professional knowledge and skills

Comments:

V. Knows the Operations of the Commissions and Staff

E G N U

Understands the work assignments of each

member of the staff

Is alert to potential problems

Keeps the staff informed about issues related

to the Commissions

Comments:




Please use the space below to expand on any comments made above or to make any

additional comments.




APPENDIX B



Telephone: (267) 284-5000 Fax: 215-662-0957

PERFORMANCE EVALUATION

OF THE MSA-CESS PRESIDENT

by

MEMBERS OF THE COMMISSIONS ON

ELEMENTARY AND SECONDARY SCHOOLS

MSA-CESS Policy 2.1, Evaluation of Job Performance—MSA-CESS President, sets forth

procedures for evaluating the performance of the MSA-CESS President.

The policy states that the performance evaluation of the MSA-CESS President shall be

based on measurable results of the President’s leadership skills in accomplishing the

goals of the Commissions’ Strategic Plan or other established performance goals.

Members of the Commission on Elementary Schools and the Commission on Secondary

Schools have a significant role to play in the performance evaluation of the President.

The Chairs of the Commissions request all members of their respective Commission to

provide input regarding the President’s performance. Input is sought by means of the

brief survey below, which focuses on the President’s leadership skills in accomplishing

the goals of the Commissions’ Strategic Plan or other established performance goals.

Please return this survey to the Chair of your Commission by the date indicated.




Middle States Association of Colleges and Schools

Commissions on Elementary and Secondary Schools

JOB PERFORMANCE EVALUATION

OF THE MSA-CESS PRESIDENT

MEMBERS OF THE COMMISSIONS

* * *

Direction: Using the scale below, rate the measurable results achieved by the MSA-CESS President toward accomplishing

the goals of the MSA-CESS Strategic Plan.

Rating Scale:

E=Excellent, G=Good, N=Needs Work, U=Unsatisfactory

Strategic Goal #1

E G N U

Metric




Strategic Goal #1

E G N U

Comments:

Strategic Goal #2

E G N U

Metric

Metric

Metric

Metric

Metric

Metric

Metric

Metric

Comments:

Strategic Goal #3

E G N U

Metric

Metric

Metric




Strategic Goal #4

E G N U

Metric

Metric

Metric

Metric

Metric

Metric

Metric

Metric

Comments:

Metric

Metric

Metric

Metric

Metric

Comments:




Action Date Notes

Initial Adoption

by MSA-CES and

MSA-CSS

April 4, 2014

Revisions

Documents

POLICY 2.6 PERFORMANCE EVALUATION MSA-CESS PRESIDENT T · 2.6.4.9. The performance evaluation of the President shall be a confidential document shared only with members of the Commissions